Talent Acquisition, Executive Search for high performance teams

IMPORTANCE OF LEADERSHIP ASSESSMENT & ON BOARDING
We all know the reasons why leaders and managers fail. Unfortunately, we know these reasons after they fail!  That raises three important questions:

1. IMPORTANCE OF USING ASSESSMENT TOOLS IN THE SELECTION PROCESS. How do we identify the qualities that may cause leaders/managers to fail before we hire or pormote them? I can't tell you how many hiring and promotion events I have observed where a person was hired because the hiring exec said " I have a gut feeling about this person"; he/she has been a good employee, let's give him/her a chance"; "I've known this person for years and he has done a great job at XYZ company. We need to bring him/her into our organization because they can bring us skills we dont have". I suspect that 60-70% of hiring failures are the result of sloppy hiring practices where no leadership assessment tools or outside professional counsel was sought.
2. IMPORTANCE OF IDENTIFYING POTENTIAL DERAILERS IN REDUCING LEADERSHIP FAILURES. When we interview candidates, we always see their "bright side". We seldom, if ever, see their "dark side" personality that will cause them to be inneffective or underperform as a leader. What we need, as executives, is an assessment tool that will help us identify what will cause a person to under-perform when they are under stress, tired, angry or struggling to lead in this difficult business economy before we hire or promote them? Traditional interviewing techniques and most "tests" only identify the "bright side" but not those traits that will cause the new manager to "derail".
3. IMPORTANCE OF ON BOARDING IN REDUCING LEADERSHIP FAILURE: Recent studies report that "difficulty making a transition" was the strongest predictor of derailment of a new hire or recently promoted executive/manager. It is my experience that few companies understand the importance of "on boarding" as a critical step in helping to reduce leadership failure. When we do "audits" on why managers fail, we see [a] poor or unclear job specs about roles and priorities for the new leader [b] unclear expectation of the new leader... how they will be evaluated in the first 90, 180 and 360 days and [c] how they are going to deal with the different leadership styles of their boss, BOD , peers or subordinates. Few have a clue how to manage their boss and the bosses expectations.

If you would like information about how to:

• Use assessment tools to identify both the "bright side" and "dark side" of a candidate's personality
• Assess current leaders who are underperforming or struggling with managing their bosses expectations
• On Boarding and how it can help to dramatically reduce management turnover
• Receive a complimentary leadership assessment that demonstrates how to evaluate a candidates "bright side" and "dark side" personality traits.

Contact Dick Butz at Career Consultants Group at 317-264-4164 or email him at rbutz@cciindy.com